Essay about Cherns Project Chapter 3

Clark's company currently demonstrates improper practices of discrimination, particularly toward women. Such as the lack of equal opportunity for promotions, in which two employees were denied as such. And the gender disparity in which most females are in low paid jobs. Furthermore, the

This indicates that the number of African Americans hired externally for the Shift Leader position is only 36% of the amount of white individuals hired externally for the same position. The number should be around 80% in order to fulfill the four-fifth’s rule. In performing these calculations across all positions, there is evidence that points to disparate impact

The minorities representation appears to be out of line based on the labor market for table 1.3. The company needs to hire and promote more minorities within the company.

a) External hires: there is a percentage of 57.58% for Non-White, and 69.67% for African-American, both below the 80.00% required by the

All employers must continuously provide appropriate training and education to their employees addressing every type of discrimination. First, innovative and unique

"Women 's advancement often stops short of the general management level" as a partial result of discrimination by white men in positions of power, which include the differences of developmental job assignments they are afforded (Ohlott 46). "Developmental job assignments have been found to be one of the most important factors in preparing both men and women for upper-level management positions" (Ohlott 46 - 47).If women do not experience these same job assignments, they may be less prepared than men for handling future upper-level management jobs. These types of job assignments lead to high-level positions, make managers more visible, and prepare them for future jobs. With men being in the top ranks

According to Aeran (2014), another indicator of the “glass ceiling” is that women's career growth is hampered by the corporate culture, for instance, corporate policies and practices can maintain the status quo by keeping men in positions of corporate power, stating that women outperform in 'taking care' while men in outperform in ' taking charge'. These assessments are formulated based on opinions and the comfort level of employer or supervisor, not the academic qualifications of the eligible candidates or their level of experience. For instance, companies will often list the guidelines for promotion in standard operating procedures manual or the company handbook, when a female employee completes the requirements, the supervisors will generate additional prerequisites to hinder that employee’s upward mobility. These beliefs and practices hinder the growth of the company and makes it less marketable to the global community. In addition, to unclear promotional policies, companies also have to revamp their training manuals and outreach programs, so they can diversify the material to ensure staff

Betty Dukes was a cashier at a Wal-Mart in Pittsburg California in 2001 that experienced discrimination when she was passed up for a promotion in favor of male co-workers. When she questioned the promotion process she was demoted. Ms. Dukes and five of her female co-workers launched a federal lawsuit. There were more than 100 separate instances of discrimination brought up in the lawsuit (Olson, 2011).

The research study known as, ‘Women in the Workplace 2016’, conducted a survey through LeanIn.org and McKinsey & Company. Although not relating directly to the government workforces, the indicated research reveals significant statistics in reference to the inequality of women in America. The survey is given to over 30,000 employees to uncover their attitudes on gender, job satisfaction, ambition and work-life issues. “For every 100 women promoted to manager, 130 men are promoted.” The higher the position in careers, the less women are able to acquire high; manager or CEO positions for many reasons and one of them is that it is more difficult than men when discussing with others regarding a promotion. “Women are negotiating as often as men—but face push back when they do. Women who negotiate for a promotion or compensation increase are 30% more likely than men who negotiate to receive feedback that they are ‘bossy,’ ‘too aggressive,’ or ‘intimidating.’”

A brief description of the event and the work environment the discrimination occurred (Omit identifying demographic information and use fictitious names as needed).

For several decades, gender inequality in the workplace has been a problematic topic for discussion. In terms of higher management and pay, some may agree to disagree that women are getting the shorter end of the stick. There is a significant difference in the salary and positions women are obtaining in large companies or corporations. Does that stir up the question, what is it that men are doing better than women? Or are women lacking certain qualities required to achieve these certain rights and opportunities? The preference towards a certain sex is the primary cause of gender discrimination, however, it is important that the theories of each party are understood and why it is present in the workplace today.

As the business is improving for The King Company, they have decided to expand and with that, the company plans to build a facility in my community. Throughout this paper, I would like to share some research and information that I have obtained on the demographic characteristics of my own local labor market. I will also share whether or not if the company will find the diversity and the skill levels needed to build its technology component. Lastly if my location will not suffice for this build, I will see if I can find another location that could be

Historically, women are viewed inversely than men when it comes to managerial positions. Moreover, having the belief that women differentiate in skills and abilities from men constitute a sex-role stereotype (Brown, 1984). Furthermore, women of different ethnicities are also treated very differently.

The women to men ratio for chief positions in business are shocking. In an article by Catalyst- which is a non-profit organization that

“Since the 1980s, the number of women holding managerial and professional positions has doubled, but the number of women working in corporate officer positions at Fortune 500 companies is stagnant,